CAUTION: Social Media ‘Red Flags’ for Hiring Managers

The term ‘red flags’ is often used these days in the world of dating – namely, trying to identify potentially undesirable qualities in potential suitors.

And, as we know, the dating process can be a lot like the hiring process – you arrange a time to meet, exchange pleasantries, and then get into the fundamentals to determine whether the two of you are a compatible.

But before all of this, it’s highly likely that, as in dating, a recruiter might take a look at a prospective candidate’s social media presence to see what it reveals about their personality and values.

This process of social media screening is a common practice amongst hiring professionals – in fact, a survey by CareerBuilder found that 70% of employers use social media to screen potential employees before making a hiring decision.

So, in light of this, we have compiled a list of social media ‘red flags’ that hiring managers should take into consideration when vetting a potential candidate:

• Inappropriate/Offensive Content – this is one of the most obvious red flags, and essentially means that if you are finding any posts that are misogynistic, homophobic or discriminatory, then this is probably a sign that the candidate might not be the best fit for the culture of your company. Content like this can also indicate a lack of professionalism and poor judgement, which are not two favorable skills.
• Complaints About Past Employers – while it’s normal to encounter occasional frustrations at work, frequent public complaints about previous employers, coworkers, or clients on social media can be indicative of a lack of discretion, poor conflict resolution skills, or an inability to maintain professional relationships.
• Negative/Hostile Tone – if you find that a candidate is constantly having arguments in comment sections and making frequent passive-aggressive remarks aimed at their peers than this could be a sign that they may struggle to maintain a positive and collaborative attitude in the workplace.
• Oversharing Confidential Information – posting sensitive or confidential information about a previous employer, such as proprietary data, client details, or internal discussions, is a significant red flag. It demonstrates poor judgment and raises questions about whether they would respect confidentiality in your organization.
• Excessive Alcohol or Drug Use – while occasional photos from social gatherings are generally harmless, a consistent pattern of posts featuring excessive drinking or drug use can signal potential issues with responsibility and reliability. However, when looking at this it’s important to differentiate between casual social behavior and signs of lifestyle choices that may affect job performance, as what an employee does to have fun is their own business, but how much of it they share online is when the lines begin to blur slightly.
• No Online Presence – it’s not necessarily a red flag to have no social media presence, but a complete lack of it can be noteworthy. In today’s digital age, it could suggest a candidate’s unfamiliarity with technology, or a deliberate attempt to avoid scrutiny. However, it’s essential to avoid penalizing candidates for their decision to maintain privacy.

It’s important to remember to take these ‘red flags’ with a pinch of salt.

A person’s social media is inevitably going to include content unrelated to their professional capabilities, and it’s important to recognize that anything that does raise a red flag doesn’t automatically mean that the assumption being made is true.

Rather, it’s merely something to touch on and discuss if you decide to offer the candidate an interview.

It’s important for hiring managers to be considering the context around social media posts and to focus more on patterns of behavior instead of isolated incidents.

Social media can be a valuable tool for gaining insights into potential hires, but it should complement, not replace, traditional evaluation methods. If you would like to discuss how we can help efficiently screen potential candidates and strengthen your hiring processes, please get in touch with us today.